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The Alberta Court of King's Bench recently ordered the disclosure of various records concerning the employer's decision to terminate the employee's employment for cause. The employer claimed that the records...

On January 1, 2020, significant changes to Ontario's Simplified Procedure and Small Claims Court processes will take effect

In an age where technology makes recording conversations easy and common, a recent wrongful dismissal case (Wan v H&R Block Canada Inc., 2024 ABKB 734) raises...

In the recently-decided case of Czerniawski v. Corma Inc., Mr. Czerniawski's employment was terminated without notice after 19 years of service because of alleged misconduct.

Ms. Cormier graduated from college in 1989 to begin a career in the marketing and advertising industry.

In 2015, the Court of Appeal of Quebec has had opportunities to revisit how an employer must justify termination for a serious reason (cause).

As labour and employment lawyers, one of the very first things we must do when dealing with a new client, whether it be an employer or an employee, is to determine whether or not the employment relationship at issue is one that falls under provincial or federal jurisdiction.

A recent decision has ruled that a valid employment contract can be used as a shield against a claim of unjust dismissal pursuant to the Canada Labour Code.

Employers already have a duty of good faith when they terminate an employee.

On August 2, 2012, the British Columbia Supreme Court issued its judgment in the case of Danielisz v. Hercules Forwarding Inc. (2012 BCSC 1155).

Can an employer rely on misconduct it discovers after terminating an employee to justify the termination?

As more people use social media to communicate in and out of the office, social media posts by employees are increasingly a concern for employers.

In a recent Court of Appeal for Ontario motion decision in Goberdahn v Knights of Columbus, 2023 ONCA 269, Justice Nordheimer dismissed a request for leave to file a five-page reply factum.

In January 2024, the Ontario Superior Court of Justice ruled in Ratz-Cheung v. BMO Nesbitt Burns Inc., 2024 ONSC 161 ("Ratz-Cheung"), that the employer had not established just cause for dismissal...

The employee served as the executive director of a non-profit organization (the employer), for approximately ten years before being terminated. A few years...

Pound v. iWave, 2017 PECA 17, a recent decision by the Prince Edward Island Court of Appeal, is a cautionary tale for employers about the legal issues that may arise when standard form employment...

As employers know, employees who are covered by British Columbia’s Employment Standards Act ("ESA") must be paid overtime when they work in excess of the hours stipulated in the ESA. What many employers may not know, however, is that in certain circumstances the Employment Standards Branch may even require compensation for overtime to employees who are not actually covered by the ESA.